People Management: Need for a Paradigm Shift

Tathagat  Varma,  VP,  Strategic  Process  Innova2ons  and  HR,  [24]7  Innova2on  Labs  

Are  you  pu)ng  a  man  on  moon?  

Gallup  State  of  the  Global  Workforce  2013  

How many employees are engaged at

work?

h=p://www.halogensoCware.com/blog/the-­‐dollars-­‐and-­‐sense-­‐of-­‐employee-­‐engagement    

What is Engagement?

Engagement Cycle

h=p://www.bpanz.com/page/Services/Employee_Engagement_Model/    

Disengagement Cycle

h=p://www.bpanz.com/page/Services/Employee_Engagement_Model/    

Key Drivers of Employee Engagement

Rela%onship  with  immediate  

supervisor  

Belief  in  senior  

leadership  

Pride  in  working  for  the  company  

h=p://www.dalecarnegie.com/assets/1/7/driveengagement_101612_wp.pdf    

h=p://www.tobiasdahlberg.com/2013/04/08/the-­‐human-­‐side-­‐of-­‐engagement-­‐version-­‐2-­‐0/    

h=p://businessjournal.gallup.com/content/26755/strengths-­‐next-­‐generaSon.aspx    

What can you do?

Working remotely is good for business!

How does Hierarchy Impact?

Tall vs. Flat

The  Corporate  La)ce  –  Cathleen  Benko  and  Molly  Anderson  

How about Career Path?

h=p://us.whirlpoolcareers.com/CAREER-­‐DEVELOPMENT/mapping-­‐out-­‐your-­‐career.aspx    

Horizontal Career Path

h=p://us.whirlpoolcareers.com/CAREER-­‐DEVELOPMENT/mapping-­‐out-­‐your-­‐career.aspx    

Cross-functional Career Path

h=p://www.deloi=e.com/view/en_US/us/Insights/Browse-­‐by-­‐Content-­‐Type/deloi=e-­‐review/e207a920f718d210VgnVCM2000001b56f00aRCRD.htm    

Ladder vs. Lattice

The  Corporate  La)ce  –  Cathleen  Benko  and  Molly  Anderson  

h=p://hrweb.berkeley.edu/learning/career-­‐development/self-­‐assessment/career-­‐direcSon    

Career Lattice

From ‘employees’ to…

Why do people volunteer?

Achievement   RecogniSon  and  feedback   Personal  growth   Giving  something  

back  Bringing  about  social  change   Family  Ses   Friendship  &  

support   Feeling  of  belonging   Help  others  

Make  a  difference   Find  purpose   Enjoy  a  meaningful  conversaSon  

Connect  with  your  community   Feel  involved  

Contribute  to  a  cause  you  care  

about  

Use  your  skills  in  a  producSve  way   Develop  new  skills   Meet  new  people  

Explore  new  areas  of  interest  

Impress  your  mom  (my  personal  favorite!)  

Expand  your  horizons  

Get  out  of  the  house   Make  new  friends   Strengthen  your  

resume  Feel  be=er  about  

yourself   Feel  needed   Share  a  skill  

Get  to  know  a  community  

Demonstrate  commitment  to  a  

cause/belief  

Gain  leadership  skills   Act  out  a  fantasy   Do  your  civic  duty   Pressure  from  a  

friend  or  relaSve  SaSsfacSon  from  accomplishment   Keep  busy   Repay  a  debt  

Donate  your  professional  skills  

Because  there  is  no  one  else  to  do  it   To  have  an  impact   Learn  something  

new  Freedom  of  schedule  

Help  a  friend  or  relaSve   For  escape   To  become  an  

“insider”   Guilt  

Be  challenged   Be  a  watchdog   Feel  proud   Make  new  friends   Explore  a  career   Help  someone   Therapy  Do  something  

different  from  your  job  

For  fun!  

For  religious  reasons  

Earn  academic  credit   Keep  skills  alive  

Because  an  agency  is  geographically  

close  

An  excuse  to  do  what  you  love   Be  able  to  criScize   Assure  Progress   Feel  good   Be  part  of  a  team  

Gain  status   Test  yourself   Build  your  resume   To  be  an  agent  of  change  

Personal  experience  with  problem,  illness,  or  cause  

To  stand  up  and  be  counted  

Because  you  were  asked!  

h=p://volunteermaine.org/blog/why-­‐do-­‐people-­‐volunteer    

7 Traits of Amazing Volunteers

Results-­‐driven  

Passionate  professionalism  

CollaboraSve  tribal  mindset  

Make  no  excuses  

Constant  champions  

Energizers  

It’s  a  match  h=p://www.forbes.com/sites/michaellindenmayer/2013/06/03/7-­‐traits-­‐of-­‐amazing-­‐volunteers/    

Conclusions

Engagement is perhaps the single-most important x-factor  

Reduce hierarchy so that people can get stuff done!

Let people build their careers on their own…with your support

If we can help employees become ‘volunteers’, work will become a vocation!

References  •  h=p://www.kernsanalysis.com/sjsu/ise250/history.htm    •  h=p://www.accel-­‐team.com/moSvaSon/hawthorne_03.html  •  h=ps://en.wikipedia.org/wiki/Maslow's_hierarchy_of_needs  •  h=p://en.wikipedia.org/wiki/Hawthorne_effect  •  h=p://en.wikipedia.org/wiki/George_Elton_Mayo  •  h=p://en.wikipedia.org/wiki/Fordism  •  h=p://www.aon.com/apac/human-­‐resources/thought-­‐leadership/talent-­‐

organizaSon/APAC%20Trend%20Employee%20Engagement/2013-­‐APAC_Trend_Engagement.jsp  

•  h=p://www.forbes.com/sites/alanhall/2013/03/11/im-­‐ou=a-­‐here-­‐why-­‐2-­‐million-­‐americans-­‐quit-­‐every-­‐month-­‐and-­‐5-­‐steps-­‐to-­‐turn-­‐the-­‐epidemic-­‐around/  

•  h=p://blogs.hbr.org/2013/07/disengaged-­‐employees-­‐do-­‐someth/  •  h=p://www.justrabbits.com/rabbit-­‐hierarchy.html  •  h=p://holacracy.org/blog/whats-­‐wrong-­‐with-­‐your-­‐organizaSonal-­‐structure  •  h=p://www.inc.com/peter-­‐economy/7-­‐steps-­‐engaged-­‐employees.html